Policy development

Policy development, implementation and managing. At Crimescreen, we only use the highest forensic quality drug testing available through Urinalysis. The analysis meets all federal and state requirements through a NIDA certified lab. All screened positives are automatically confirmed through Gas Chromatography/ Mass Spectrometry).

Any positive samples are stored for one year for litigation purposes. Of course expert testimony in any litigation is also available. Each positive is verified by our MRO (Medical Review Officer) who is a medical doctor and an expert in the substance abuse field.

*Drug Test Turnaround: Average 24-48 hours for negative. Add another 24-48 hours for presumed positives. MRO makes 3 attempts to contact subject for possible circumstances (prescribed medication) that could turn a positive to negative.

Because alcohol can also be an abused substance, we provide an instant breath alcohol screening system.

Drug testing is one way you can protect your workplace from the negative effects of alcohol and other drug abuse. A drug testing program can deter people from coming to work unfit for duty and also discourage alcohol and other drug abusers from joining your organization in the first place.

Some employers believe that a drug-free workplace program and drug testing are one and the same; however, drug testing is only one element of a program. Drug testing may be appropriate for some organizations and not others. In some cases drug testing is required; in others, it is optional. When drug testing is optional, the decision about whether or not to test will depend on a variety of factors such as the cost, appropriateness, and feasibility.

When considering a drug testing program, the first question to ask is, "Am I required to drug test some or all of my employees?" If not, then ask, "Are there other reasons I should consider drug testing?" Below are some of the most frequent reasons employers give for having a drug testing program:

"Drug testing was a big decision for me, and I had a lot of questions: Is it legal to drug test my employees? How should I go about informing my workers that we’re implementing this new policy and program? How much will it cost? What do I do if an employee tests positive? Do I have to offer treatment? Can we afford to help employees with drug problems? Fortunately, I knew another business owner in my community who had recently started a testing program. I called her for advice, and she was able to give me some resources to get started right; Owner, manufacturing company.

When Should You Drug Test?
Below are examples of situations in which drug testing might be appropriate or necessary:

Pre-Employment Tests. Offering employment only after a negative drug test result.
Goal: To decrease the chance of hiring someone who is currently using or abusing drugs.

Pre-Promotion Tests. Testing employees prior to promotion within the organization.
Goal: To decrease the chance of promoting someone who is currently using or abusing drugs.

Annual Physical Tests. Testing employees for alcohol and other drug use as part of their annual physical.
Goal: To identify current users and abusers so they can be referred for assistance and/or disciplinary action.

Reasonable Suspicion and For Cause Tests. Testing employees who show obvious signs of being unfit for duty (For Cause) or have documented patterns of unsafe work behavior (Reasonable Suspicion).
Goal: To protect the safety and well-being of the employee and other coworkers and to provide the opportunity for rehabilitation if the employee tests positive.

Random Tests. Testing a selected group of employees at random and unpredictable times. Most commonly used in safety- and security-sensitive positions.
Goal: To discourage use and abuse by making testing unpredictable, and to identify current users and abusers so they can be referred for assistance and/or disciplinary action if needed.

Post-Accident Tests. Testing employees who are involved in an accident or unsafe practice incident to help determine whether alcohol or other drug use was a factor.
Goal: To protect the safety of the employees, and to identify and refer to treatment those persons whose alcohol or other drug use threatens the safety of the workplace.
Treatment Follow-up Tests. Periodically testing employees who return to work after participating in an alcohol or other drug rehabilitation program.
Goal: To encourage and ensure that employees remain drug-free after they have completed the first stages of treatment.

How To Implement a Drug Testing Program

An effective drug testing program needs a drug testing policy. This may be part of the organization’s drug-free workplace policy, or it may be a separate document. It should be distributed to all employees. The best protection against future legal challenges is to write a policy that is as detailed and specific as possible.

What Should a Drug Testing Policy Include?

The Drugs You Are Testing For:
Laboratories can test for a wide variety of drugs. Generally, employers test only for those that are most commonly used and abused: cocaine, phencyclidine (PCP), opiates, amphetamines, and cannabinoids (marijuana). Some employers also test for alcohol.

Who Will Be Tested and Under What Conditions

While the overall drug-free workplace policy should apply to everyone in an organization, the drug testing policy may apply only to some employees. Therefore, the testing policy should clearly identify the employee positions included in the testing program. The policy should also indicate under what circumstances employees in each position will be tested.

Employers who are required to drug test by one or more Federal agencies should refer to the specific regulations to determine the types of testing that are required (i.e., random, post-accident, etc.). Employers whose employees are members of a union or collective bargaining unit should know that unless drug testing is required by law or regulation, it will likely be a mandatory subject of bargaining.

The Consequences of Testing Positive or Refusing To Take a Test

Before beginning a drug testing program, carefully consider how you will handle a positive drug test result. The actions that will be taken in response to a positive drug test should be clearly detailed in the written policy. Although there are many options, common responses include referring the employee for treatment, disciplinary measures, or discharge.
Examples: If an applicant tests positive, she or he is usually denied employment. Some employers will allow the applicant to reapply after a period of time (e.g., 3 months). If an employee tests positive as part of a post-accident or reasonable suspicion test, the first response should be to remove that person from his or her position, especially if the job is safety-related.

Attention Drug Testing Clients!
As a result of the recent changes to DOT regulations, drug testing laboratories are experiencing a backlog in processing ALL drug tests with results being delayed by up to three days. It is anticipated that this situation will correct itself as the laboratories adjust to the DOT changes.

An additional delay in reporting of results will be experienced by DOT-regulated clients due to a new step that must be taken with Chain of Custody forms. DOT now requires the MRO to receive a copy of the completed, donor signed Chain of Custody form prior to releasing results for all DOT tests. Any one of copies 2 through 5 of the form may be used for this purpose.

If you typically experience a delay in receiving completed Chain of Custody forms from your collection sites, it is suggested that you request the applicant/donor to return their copy to you. On a truly positive note, DOT changes now require more detail to be reported with results. You will still receive either a 'negative' or a 'positive' result but additional descriptors will be added. The most common descriptors that you will see include the following:

'Neg. Dilute' - no drugs detected; specimen deviated from specific gravity and creatinine standard levels 'Pos. Dilute' - drugs detected; specimen deviated from specific gravity and creatinine standard levels 'In Process' - awaiting chain of custody form, in MRO review, or need an affidavit.